Tag Archives: leadership

UPDATED NEW QUOTE BY ULDIS SPROGIS 1518!!!

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IS THERE A NON VIOLENT SOLUTION TO A CORRUPT COLLUDING ESTABLISHMENT LEADERSHIP?

It is tragic when money becomes the primary motivation and morality takes a back seat in an anything goes power struggle for dominance.

Top universities accept bribes or donations which predominate in many enrollment decisions and phony enhanced resumes are made for a fee by shady enterprises and then submitted by the children of wealthy parents to top universities.

A financially failing establishment media resorts to tabloid sensationalism to try and enhance their ratings and hopefully boost their bottom line.

The leadership of the deep state colludes with the media and justice department in a more than two year drawn out systematic investigation of Russian collusion by the president only to find out after spending millions of dollars of taxpayer’s money that there was no Russian collusion. During those more than two years it was trial by public media without any real evidence but a stated certitude of guilt by association and circumstantial dubious so called evidence.

Celebrities joined the media in the BS fest with profanities, ridicule, insults, put downs, name calling, humiliations, and merciless criticism. Promiscuity and female abuse and exploitation was and probably still is quite rampant and acceptable in the entertainment business.

Neither the Democratic nor the Republican party has any charismatic and morally sound candidates either in office or running for office. Since the establishment media is on a steep decline it is debatable whether any candidate will be able to work their way up to enough name recognition to challenge Trump with a somewhat notorious nationwide celebrity name recognition.

Big money tech firms and international and national corporations are showing an ideological left wing bias which is further evidence of international globalist collusion with monetary world domination as a goal.

There was and perhaps always has been a politicization of the Supreme Court and recently there are overt attempts at making ideology dominant over constitutional principles.

Opioid and drug abuse is killing more young adults than car accidents, ruining many lives, and marijuana stocks are the new business money craze.

No serious legislative attempts are made to solve illegal border crossings and fundamentally Congress is deadlocked and thus dysfunctional. Can cheap labor and future Democrats be the reason for the Congressional deadlock which goes back about 30 years?

I could go on and on bitching about the sorry state of affairs the United States is in and unfortunately the only solution is more transparency or public internet knowledge of governmental functions, government workers, and special interests which are humans, institutions, businesses, and foreign nations lobbying Congress and their relatives with sweetheart deals.

I left out the most important long duration solution to corruption and that is a fundamentally moral public. A secular moral code should be taught to all impressionable young elementary students so that they know what is right and what is wrong by the age of about 13 so they can be considered to be moral adults.

Knowing what is right or wrong, moral or immoral is a fundamental necessity for humans since the dawn of human cultural history and ethical or moral relativity is just not a good foundation for impulsively judging humans who comprise the vast majority of any national population. By the age of about 13 children should IMPULSIVELY know what is right or wrong from a moral and if you prefer an ethical viewpoint.

Believing in a secular moral or ethical code is a form of self government over one’s behaviors in society because forced morality from above is impossible to enforce if the public does not believe in it and has not been indoctrinated from early childhood. What is that secular moral code? I have offered my suggestion for one in my blog and book titled Secular Moral Code.

If interested the secular moral code is- in nonemergency situations-don’t destroy biodiversity, don’t lie, don’t be inefficient, don’t steal, don’t commit adultery if married, and don’t murder.

Religion is on the decline worldwide and has been the major repository of morality or advice on how to live peacefully with your fellow humans. Take away religion and a moral indoctrination and you have chaotic dysfunctional behavior in humans. Religious morality has some drawbacks because of all the mythology which is no longer believable in the modern world. But religious morality absolutely must be replaced with a secular morality which most can agree with and form a necessary consensus of opinion.

Join me in trying to make a secular morality popular among the movers and shakers of this world. More realistically try practicing this morality in your own and children’s lives. Of course you will need details so start searching my encyclopedic blog by keyword and if you are not interested in morality questions and answers then pick topics like parenting, relationships, marriage, dating, love, integrity, trustworthiness, honesty, truth, etc. Happy hunting!

THE MORAL DEPRAVITY OF THE LEFT HAS AND IS RUINING AMERICA!!!

Americans like to be entertained but the role models in the entertainment industry are a disaster. Many celebrities struggle with drug addiction, sexual promiscuity, have psychotherapists or shrinks to try and deal with their social and mental dysfunctions, use profanity, have dysfunctional families, and fundamentally are not humans with integrity. Sports celebrities have many of the above problems and ruin their long duration health with steroids and other performance enhancing drugs. Many aspiring sports celebrities crash and burn with extreme sports related injuries and find themselves addicted to pain relief drugs.

It is also obvious that most celebrities are left wing democrats and if you are not then there are many attempts at blacklisting or making it hard as hell to make it to the top in the profession. Blacklisting or making it hard to reach positions of importance is also rampant in academia where over 90% of professors and teachers are democrats. The legacy media overflows with democrats and left wing democrat ideology has even begun to overtake big business and big tech companies who think that maintaining a good reputation means being in bed with left wing ideology.

An elitist moral decay is obvious and there are fruitless attempts at getting some order back with draconian censoring attempts. Apparently female sexual abuse is no longer to be tolerated so the Me-too movement has tried to circumvent legal procedures and tried to claim that an allegation of female sexual abuse is sufficient to prove the guilt of a man or for that matter any man despite a sterling reputation.

Guilty of an allegation and the burden of proof is on the accused rather than on the  victim. Apparently innocent until proven guilty is no longer the standard by which all alleged accusations must follow because all women don’t lie about sexual assault just because they are women not men. Morally this means that all women are saints and that all men are evil and we owe this absolutist terminal mindset to radical feminist ideology which pits all women against all men who are to be hated as less than human examples in society.

The legacy media has rapidly deteriorated into a tabloid like media where insults, put downs, name calling, ridicule, guilt by association, slander, and humiliation are used to enforce a biased politically correct view on dissenters whose reputation is assaulted and destroyed if they dare to be different or mention an opposing view.

The legacy media is no longer trusted to be impartial and to fairly present opposing views but is now known for ruthless suppression of dissenting views. Alternate media is thriving as support for and trust in legacy media is rapidly declining.

Politics has deteriorated into mob rule where broadcasted judicial committees are interrupted with many disruptive vocal outbursts and politicians are confronted with group verbal assaults in restaurants and other public places. Apparently might makes right and if you verbally abuse a politician or any dissenting human then that is now an acceptable standard of conduct. Breaking the law and uncivil conduct is apparently OK especially if they are illegal immigrants crossing the border and potential future democratic voters.

Very few politicians and those in the legacy media have integrity and they are engaged in biased reporting and biased op-ed articles. The moral corruption is rampant in leadership positions and nothing short of a moral revival will rehabilitate them in the long duration.

The day to day struggles and concerns of the average American are largely being ignored as the political conflict gets more and more polarized and bipartisan cooperation has become a thing of the past. The gap between the very wealthy and the poor is getting larger as more and more middle class humans become members of the poor and struggling.  Automation just threatens to make the inequality gap even bigger and over 50% on some kind of welfare assistance is now becoming a reality hard to escape.

The future seems to be an even larger welfare state and the politicians running it are going to flourish. The establishment democrats are poised to further lead everyone down the path of government assistance and dependency and want a political monopoly on the left wing ideology which will run the country in the future.

Trump is just a temporary aberration on the road to total ideological and economic dominance by one globalist party which will be democratic once they get their corrupt act together and purge the party of irrational leadership and dysfunctional propaganda. If all the democrats can do is call others racist, homophobic, misogynist, and opposition fundamentally evil for not believing in their delusional egalitarian causes, then they may even fail to win the hearts and minds of the American people who are also struggling without a moral rudder to lead them.

A welfare state of dependent citizens is what left wing democrats want and they will probably get it in the long duration. Both the globalist republican and democratic establishment leadership are corrupt and it seems that the corrupt establishment will be victorious in the long duration because international monopolies in banking and business are just getting bigger and more powerful.

Big money will ultimately triumph in the end. Their globalist left wing ideology will probably be victorious as they push their left wing ideology down the throats of a sheepish population of humans so thirsty for charismatic firm leadership of some kind.

Almost every American is thirsting for a return to moral leadership from the top but I am not sure there is enough integrity in the leadership to bring this desirable state of affairs into reality.

I have solutions to all the above problems and have written about them in my books, blog, and internet postings. All that I wish is that humans in leadership positions will read them and behave or act accordingly to solve the problems of this world which seem unsolvable now.

If you liked this evergreen truth blog then read more of them, about 4500 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1121!!!

If you liked this evergreen truth blog then read more of them, about 4200 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 715!!!

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If you liked this evergreen truth blog then read more of them, about 3700 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 690!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3600 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 686!!!

FotorCreated (26)

If you liked this evergreen truth blog then read more of them, about 3600 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 646!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3600 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

HOW TO BE SUCCESSFUL IN BUSINESS!!!

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To be successful in business you basically need to be in almost total control of yourself and that means being emotionally intelligent or being in control of your emotions with an ability to communicate well with humans. Surrounding yourself with confident, competent, talented coworkers and workers and networking with successful humans is vital for business success in the long duration.

Not everyone in business wants to be a leader in management but if you want to manage then there are the important things which you must know about emotions, career, employees, coworkers, communications, and bosses. Geoffrey James gives a pretty comprehensive detailed list of what is important to know under the listed categories. Here is a link to his rather comprehensive article on the “secrets” to business success.

http://www.inc.com/geoffrey-james/37-secrets-only-successful-people-know.html

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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16 IMPORTANT LEADERSHIP TIPS!!!

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Hiding things from your employees leads to uncertainty or suspicion which is an erosion of trust and makes them less respectful. There may be a time to hide the fact that there will be massive staff reductions since revealing this too far ahead of time may lead to some very qualified workers leaving for a new job. Other than this very unusual situation it is never good to hide things from your employees.

Being empathetic is a major key of emotional intelligence. If you understand the emotional state of an employee and can address their problem appropriately they will respect you more even if you convey news to them which may not be that pleasant. If you show them that you heard them out and acted accordingly with proper empathy you will not break the bond of trust which should exist and there will be greater acceptance of a circumstance.

The new generation due to technology is rather poor in interpersonal social skills, have bad emotional intelligence, and have an inability to handle interpersonal challenges well. Get them to interact personally with peer groups or communities and network with humans in person as much as possible so that they benefit from older more socially experienced humans.

Face the truth no matter how uncomfortable it may seem to you. It can be the truth about yourself, your workers, your customers, or your product deficiencies. If your product is substandard and your workers are not performing well then try to address the problems and move forward courageously trying to fix things.

Know your own weaknesses and those of your workers. Find or hire workers who will strengthen your deficiencies and those of your workers so that the business moves forward with strengths in all the necessary areas of expertise.

Don’t be emotionally aloof and ignore your worker’s emotional needs. Emotionally intelligent leaders interact with their workers in an empathetic way and express an interest in their personal feelings and interests outside of work. The more that you know about your workers and the more they know about you the more they will admire and respect you and empathize back thus forming a more positive bond of trust with you. It will no longer be an “us” and “them” mentality which is not a cohesive psychological force in the workplace.

You are ultimately responsible for the quality of the work and the esprit de corps of your business. That means hiring competent workers, getting rid of disruptive or incompetent workers, and motivating workers to do their best on the job.

In today’s dynamic and uncertain business environment which is constantly changing the primary objectives or vision of the company should not get lost and should be repeated. Even though the personnel and structure may have to be altered or changed from time to time the primary focus or goals of the company should not change radically. If new software and new products results in customer dissatisfaction then the lines of communication should be open so that appropriate changes can be made in a timely fashion.

The most successful leaders are those who surround themselves with smarter workers than the leader himself. If innovation is a necessity then these smart humans can use their exceptional skills to try new approaches which will keep the company competitive and at the forefront of current practices. The insecure micromanager surrounds himself with workers just like him with limited skill sets which prevent them from contributing much to innovation.

Mentor potential new leaders during relatively long waiting durations for mundane tasks. Using your relatively long periods of inactive free time to mentor young workers is time well spent. Mentor your current workers with leadership potential and hire some workers who will become future leaders. Shaping and molding future company leaders is vital to the overall success of a company in the long duration.

 

Don’t dwell in the past telling new team workers how great your old team was. They will begin to wonder why you chose to leave if it was such a great experience. Motivate new team workers to work towards future goals without emphasizing your past successes too much.

Have a clear vision of the future, communicate it to your workers, and motivate them to work towards or achieve that vision with your guidance. Knowing WHAT workers are working for in unison is a great motivator.

Competent leaders with good character, emotional intelligence, and integrity are knowledgeable, trusted, admired, and respected and don’t have to force compliance to the rules with threats, intimidation, humiliation, and demands or don’t have to micromanage the workforce to get things done properly.

Confident leaders lead through values, vision, and vulnerability and arrogant leaders often lead with fear, threats, blame, and ego. Emotional intelligence evolves gradually with time based primarily on selfawareness and knowing whether you are motivating workers primarily with positive approaches or resorting to too many negative tyrannical or bossy techniques.

Look like a leader with businesslike sharp posture, clothing, and looks and not an overly casual or disheveled laid back posture and looks.

Practicing curiosity which is basically asking relevant questions and getting truthful answers stimulates learning, collaboration, and potential innovation which is becoming more vital in a rapidly changing business environment. Not being curious favors a judgmental, blaming, telling, and shaming approach to leadership which frustrates workers, creates conflict, and impedes collaboration, innovation, and understanding.

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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14 VALUABLE LEADERSHIP SKILLS OR CHARACTERISTICS!!!

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The essence of great leadership is an ability to set relevant goals, have excellent communication skills, and to be able to motivate or inspire workers to do their best with what they have. That being said here are 14 characteristics of a great leader:

They keep good communications going by encouraging workers to speak to them, asking questions, noting complaints, and creating a safe, secure, approachable atmosphere where workers are not afraid to speak up when they feel it is necessary.

They communicate expectations or set realistic challenges or goals for workers to follow and place the responsibility of performing the details on workers and make them accountable for their work.

They prioritize goals based on an estimate of their urgency, potential impact on profitability of the company if it is a business, and cost of personnel and resources needed to achieve the desired goals.

They estimate the approximate time it will take to achieve the goals and when  members of the staff will start on them.

They have an ongoing thirst for new relevant knowledge, do research, ask relevant questions, and seek counsel from others as needed.

They know how to confidently make relatively quick impulsive decisions based on years of experience and are seldom confronted with lengthy periods of doubt and uncertainty.

They evaluate or assess worker performance and give appropriate privileges and rewards or give credit where credit is due.

They are trustworthy and provide accurate, continuous, motivating, and supportive feedback to workers as they perform their tasks but don’t micro manage them.

They are good at assigning appropriately talented individuals to relevant tasks or know which workers will do a better job at given tasks and allocate and deploy accordingly.

They don’t procrastinate and are good at analyzing problems and assigning appropriate resources and personnel to solve them.

They are competent, energetic, likable, respected, and strong willed with an ability to motivate and inspire workers despite some inevitable failures along the way.

They openly share their knowledge and teach appropriately even mentoring some with leadership potential.

They network with leaders in similar positions and try to form relationships with humans who may not only be able to help them but also help some of their workers in the present and future.

They know that the strategic business plan should always be a satisfied repeat customer which is the only ultimate strategic consideration. The means to that end is making the company more competitive with more and better information, goods, or services and a more efficient organizational structure.

They genuinely enjoy their leadership responsibilities and the work that that entails.

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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SOME IMPORTANT WAYS TO BECOME A BETTER LEADER!!!

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GOALS:

Set goals, write them down, and get feedback from potentially involved staff members if there are any objections to the goals or alternate goal suggestions.

Prioritize goals based on an estimate of their urgency, potential impact on profitability of the company, and cost of personnel and resources needed to achieve the desired goals.

Estimate the approximate time it will take to achieve the goals and when you and members of your staff will start on them.

ROUTINE TASK IMPROVEMENT:

Analyze a task by asking whether there would be any adverse results if the task were eliminated entirely since some are purely make work routine tasks which don’t have any noticeable benefits.

If a task is beneficial then ask whether its efficiency could be improved by replacing it with computer software or eliminating subtasks or spending less time on the tasks.

Sometimes tasks are redundant and two or more tasks can be merged into one new task which produces the same results.

INNOVATION AND CREATIVITY:

The key to innovation is finding someone who is doing your job more efficiently and usually differently.

Relevant useful research of reputable authorities in your field is one way of getting innovative ideas and the other is to make connections with managers or leaders of other companies basically doing your job only perhaps a little more efficiently and better.

Sometimes your staff members may have some innovative ideas which can surface if you have the courage to ask them.

Innovative efficiency often means replacing routine functions and humans with computer software but you should be very cautious in using computer interfaces with company customers because most customers do not want to feel like they are communicating with an impersonal robot and the reputation of your company may greatly suffer as a result of too much of this impersonal treatment of them.

STRATEGIC BUSINESS PLAN:

The strategic business plan should always be a satisfied repeat customer which is the only ultimate strategic consideration. The means to that end is making the company more competitive with more and better information, goods, or services and a more efficient organizational structure.

MEETINGS:

Disseminate a necessary agenda only to invited relevant workers prior to the meeting, start on time, and assign relevant tasks with a deadline during the meeting.

TEAMS:

Have clear rules, expectations, and goals.

Listen more than you speak and get appropriate feedback.

Sometimes compromise will be necessary to get enthusiastic committed member support.

NETWORKING:

A good memory is definitely a great asset but keeping a written file of new humans which you meet each day and the context in which you met them can be very useful in the future.

Seek out humans who can potentially help you in reaching your goals. Joining and becoming an active participant in a professional association is one way of starting to accomplish this goal.

MENTORING THOSE WITH LEADERSHIP POTENTIAL:

Your ultimate goal may be to climb the corporate ladder to at or near the top so take time out to mentor potential leaders who could replace you when you get promoted to greater responsibility.

One way to slowly do this is to once in a while delegate some of your authority to an aspiring leader who has similar ambitions.

When and if you get promoted then you will have a loyal or thankful human leader working under you.

LEARNING:

Learn or research something new and hopefully useful almost every day.

Learn from your mistakes and failures and those of other humans.

Ask humans with similar experiences how they overcame their failures or how they would have done something which you want to do or tried to do.

MOTIVATION:

Individually motivate members and try to get their support because different personalities sometimes require slightly different motivational approaches. Introverts and extroverts need slightly different approaches and even though most are motivated by a pride in their work some need financial bonuses or special privileges to keep them happy and motivated.

Keep group motivational speeches very brief and very infrequent.

The basic key to great leadership is hiring qualified competent workers and using emotional intelligence to motivate them into doing their best!!!

 

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

UPDATED NEW QUOTE BY ULDIS SPROGIS 180!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3000 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

13 IMPORTANT HABITS OF MASS INFLUENCERS!!!

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Influential humans are valuable to others by solving major general and/or specific problems in their many or mass “customer” lives.

Influential humans are valuable to other influencers by being able to solve some major general and/or specific problems which the influencers may have at the moment.

Influential humans are good public speakers and can communicate to relatively large interested audiences.

Influential humans are authentic and passionate and greatly care about what they are doing and want to do it with humans of integrity whom they can respect and trust.

Influential humans seek out other mass influencers and try to develop schmoozing or networking relationships at the least and closer friendships if possible with bigger influencers always in an atmosphere of mutual respect and admiration.

Influential humans prioritize relationships with other mass influencers and try not to waste their precious time on influencers with minimum potential to help promote their goal(s).

Influential humans understand the power of two way communication necessary in reciprocity or the power of exchange of mutually beneficial information and favors.

Influential humans try to become the formal and/or informal hub of a community of influencers which keeps building in strength and membership with duration.

Influential humans are inspirational and can motivate you to follow the idea or vision which they are trying to sell rather successfully.

Influential humans repetitively take actions directed towards their goal(s) and when indecision strikes and they aren’t sure what action to take they seek advice and guidance from those who should be in the know or have greater influence.

Influential humans try to give back to the community at large some of their success by promoting their own philanthropic cause(s) and/or the philanthropic causes of others whom they admire and respect.

Influential humans, when appropriate, introduce two or more influential humans with one another making sure to inform or stress the laudable achievements of either party to each other.

Influential humans are generally honest, sincere, trustworthy, dependable, empathetic, friendly, competent, confident, decisive, and have a very good if not excellent memory for names. They excel in emotional intelligence.

If you liked this evergreen truth blog then read more of them, about 2400 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

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ENTREPRENEURS: DO THINGS THAT MOTIVATE YOU AND AVOID THE DEMOTIVATORS!!!

 

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MOTIVATORS:

Eat healthy tasty organic food and drink water, unsweetened juices, herbal teas, and tasty beer in moderation.

Exercise in moderation with natural body motions.

Get enough sleep at night.

Take short breaks to rest or think during the work day to avoid premature burnout and stimulate creativity which is nurtured by restful thinking pauses.

Be someone with integrity. Be honest, sincere, moral, dependable, competent, friendly, empathetic, and confident.

Try to associate with selfmotivated optimistic humans as much as possible.

Focus on what is good about your job and your life and practice being grateful for what you have.

Set goals which are achievable yet a little challenging.

Consider failures as learning lessons in what not to do in the future.

Remember that the only real failure is a failure to take action once the failure is acknowledged.

For every failure step back, examine your assumptions, make a better plan or do something different.

Communicate efficiently by being short and sweet and to the point. Listen more than you talk as a way of learning new knowledge about human personalities and mining their ideas and knowledge.

Find role models and reading material which inspires you.

Make your office an enjoyable work environment by trying to maintain an uncluttered appearance, having motivational or inspiring pictures and quotes, and having a comfortable area for visitors.

Try to enjoy the moment more often.

Give deserved credit to others and savor their appreciation.

Find ways to “give back” and return favors or help which you have gotten from others.

Throw away something in your office and at home which is useless.

Consciously analyze your strengths and make them stronger and work at improving your weaknesses or find humans who are strong where you are weak to work for you.

Actions speak louder than words so make sure that your actions match what you are saying or promoting.

Try to become more selfreliant by adding new useful knowledge and skills to your usual repertoire.

DEMOTIVATORS:

Avoid as much as possible pessimistic, complaining, unhappy, depressing humans who drain your emotional energy.

Tardiness, lying, deceit, undependability, selfishness, laziness, and gossiping all decrease good human relationships or interactions and demotivate humans to do their best.

Avoid too much unhealthy food and drink, no exercise, not enough sleep, and a frenetic pace with no breaks or rest periods which will ruin your body and mental health in the long duration.

Don’t believe in luck or fate as being important factors when setting and achieving goals.

Don’t consider blaming other humans a solution for failures which are your ultimate responsibility.

Don’t dwell too long on your past successes and failures and waste precious time needed for present and future actions.

Don’t expect perfection from others and yourself all the time since you will too often be frustrated and obsessed with performance which doesn’t meet your unrealistic standards.

Try to avoid describing failures with emotionally charged words such as terrible, disaster, horrible, stupidity and try to use less impactful words such as annoying, irritating, troubling, and upsetting. Emotionally intense words are longer lasting in memory so don’t emphasize your failures or they may begin to dominate your successes in your mind.

Don’t procrastinate once you have determined your task priorities of what is important to do first to last.

If you liked this evergreen truth blog then read more of them, about 2200 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

OPEN TWO WAY COMMUNICATION: KEY TO BUREAUCRATIC MALFUNCTION AND VITAL BUSINESS INNOVATION!!!

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A general analogy applies to old established big businesses and that is that the brain, nerve center, or leadership has become too disconnected from the body parts or business organization, customers, and potential new customers. Two way communication or honest feedback from all the parts and in all parts of the organization is not going on efficiently.

In the fast changing technological era doing things the old fashioned way with a leadership isolated in luxury and surrounded by yes men and women is no longer a guarantee of business vitality and success on into the foreseeable rapidly changing future.

Every hierarchical step in an organization can be considered to be a potential block of vital information filtering through since most want to give you the good news and prefer not to mention the bad things going on. Getting some unbiased information not filtered through leadership eyes is important so some contacts within a department must also be made by the top leadership to encourage honest assessments from the department leader. Every department leader should fear being caught in a lie to a top superior with a truthful revelation from a subordinate of a department leader to that top superior.

The revolutionary approach to leadership is to become more humble or in effect become interested also in the lower level leaders and employees and how they are getting on with the basic customer base of support.

Showing that you are an engaged interested and concerned leader can start with simple steps such as having a cubicle instead of an isolated luxurious office so that employees view you as more accessible and you too can walk the halls so to speak and engage random employees in honest and frank conversations about how things are going and whether anything needs improvement based on their personal assessments.

Business gatherings should be frugal not luxurious affairs with some having suppliers and major customers participate. Social gatherings should include the leadership along with the employees and suppliers and major customers can also be included if practical. A friendly family affair should be emphasized in gatherings rather than a collection of isolated replaceable parts.

Unexpected visits by the leader shows an empathetic concern for what is going on and gives employees a sense that they are not being ignored but that their work or efforts are important and worthy of short discussion. A better sense of corporate identity or esprit de corps develops when the leadership shows an active interest in the basic work and sometimes personal problems of employees.

Not only is an honest exchange of pluses and minuses important in leader to leader conversations but the same should apply to leader employee exchanges too. In effect, leaders should do more careful listening and asking of pertinent questions rather than dominate each conversation primarily advertising their ideology or prowess. No one should fear expressing opposing viewpoints when there is justifiable cause for expressing them before the problem or problems become unmanageable. Too much corporate secrecy results in dysfunctional communication to the detriment of the corporation or business in the long duration.

Innovation can thrive in an atmosphere of open communications and not with selfassured overconfident stubborn leadership which places emphasis on status, materialistic rewards, and promotes a stratified bureaucracy which may require the signature of 5 rather than just one or two humans signing off to get things done.

Decentralization is another key to success. Once you have hired leader number 2 who can replace you if you leave office or once you have hired competent leaders to work under you with their own potential replacements in different departments then a certain amount of autonomy should be given them to run the department as they see fit. Department leaders are closer in touch with the problems and challenges of the department then the top leadership.

Trusting your subordinates to do a good job is vital and that means that you should try to hire leaders with integrity to begin with so that they will not try and hide their failures and complaints and keep you in the dark to the detriment of the organization as a whole.

Misinformation, gossip, prejudices, defamation, and slander interferes with honest sincere dialogue and every effort should be made to exclude toxic untrustworthy individuals from the organization.

The need to innovate products, services, and make efficient reorganization of the workforce possible means that the leadership must keep in touch with competing organizations with cordial and even friendly relationship exchanges. Having a pretty good idea of what your competition is and is doing to innovate can mean the difference between future success or failure for your own organization.

With mobile devices beginning to play such a dominant role in business, optimum efficiency in the future will only possible if major firms begin to cooperate and share their expertise to make mobile device usage pleasant and not a nightmare of connectivity dead ends or problems.

There are many ways to realistically improve communications efficiency and here is a link which in detail shows how to do it:

https://uldissprogis.com/2015/09/13/many-ways-to-improve-communication-efficiency-in-an-organization/

If you liked this evergreen truth blog then read more of them, about 2100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

MANY WAYS TO IMPROVE COMMUNICATION EFFICIENCY IN AN ORGANIZATION!!!

What-is-effective-communication

Machine efficiency and communication efficiency for workers is not just a question of saving time with short, sweet, and to the point conversations. Worker satisfaction and good performance is also a function of how well they get along with other team members and the team leader if it is a team effort. Developing good interactions between team members and leaders takes time and much empathetic friendly interactions as part of the actual work being done. Developing empathetic friendly relationships takes time and it really means short duration time inefficiency to get long duration relationship efficiency in the entire organization.

Develop a goal(s) or mission statement which the organization has which motivates workers to promote the mission because it means that it is a worthwhile value based cause which will maintain a desirable good reputation for the organization.

“Best products and/or services and excellent customer care which leads to satisfied repeat customers” is one example of a mission statement which few organizations can actually fulfill realistically.

“Sustainable products and/or services and great customer care” is another mission statement for innovative companies which may not have the best products on the market yet.

Visionary statements for the organization are also useful which summarize the general goal(s). Here are a few examples for nonprofit organizations:

The Nature Conservancy: Our vision is to leave a sustainable world for future generations.

Ducks Unlimited is wetlands sufficient to fill the skies with waterfowl today, tomorrow and forever.

WWF: We seek to save a planet, a world of life. Reconciling the needs of human beings and the needs of others that share the Earth…

San Diego Zoo: To become a world leader at connecting people to wildlife and conservation.

Get feedback on your vision from employees on a regular basis and ask employees to interact with customers to get feedback on how good the products and services are for them and whether they are helping to promote the vision.

Core values can be written down but you can also have many more written down for reviewing once in a while.

Bright Horizons Family Solutions states its core values as Honesty, Excellence, Accountability, Respect, and Teamwork.

Some of Zappos ten core values are more vague or open ended and are for example: embrace and drive change, pursue growth and learning, create fun and a little weirdness, and embrace and drive change.

Integrity, honesty, sincerity, dependability, competence, trustworthiness, friendliness, empathy, and satisfied happy customers should be the high priority values which should be promoted by an organization and they are basically unchangeable from year to year.

There may be leadership priorities which change from year to year dealing with expansion plans and new products and/or services but other than that your mission statement or statements and company values should not change from year to year but should be company standards to be followed on a yearly basis.

A perennial priority is how to increase the efficiency of the organization. This means evaluating the quality of the staff and products, trying to increase revenue, cutting costs, and increasing customer satisfaction. Without priority number one or increasing customer satisfaction no revenue will increase, cutting costs may demoralize the workforce, and there won’t be any money left over to improve the quality of the products and/or services being offered.

Technology is the way to go in cost cutting but if this means losing good interaction with the customer and turning it into an impersonal numbers game of big data or unreliable statistics then the company will fail in the long duration.

Establishing empathy with the workforce is time consuming and may seem inefficient unnecessary conversation. The truth is that a workforce will become more connected, cooperative, and motivated to do well if the leadership takes time out to know some personal goals and opinions of workers who will then feel more important in the organization and feel that their contributions really matter. Empathizing with the workforce minimizes the possibility that the workforce will be demoralized and makes them feel that they are more than just a replaceable cog in the organization.

As a leader of a meeting you should always keep these things in mind and act appropriately:

Assign responsibilities to workers which they can competently fulfill on their own or with the help of other staff members.

Focus intently on each conversation and actively participate if necessary with questions or by getting feedback.

Complimenting for work well done sometimes in the presence of others should dominate the occasional need to criticize in private for work not well done.

Acknowledge humans in a meeting, sometimes by name, so that they don’t feel left out.

Try to sense another’s good or bad emotions and react accordingly.

Say you’re sorry or apologize if it is your mistake.

Make improvement suggestions in private if possible since it is a form of sometimes embarrassing criticism.

Ask for action and try to keep ordering, commands, or demands for emergency situations only.

Be dependable and try to answer emails, phone calls, text messages within 24 hours.

Treat humans as partners and try not to ignore or talk down to them.

Negotiate with a win win attitude for both sides rather than a win only mindset for one side.

Offer active help sometimes in the form of suggestions or tools for workers at work and even outside of work which will improve their performance.

Monitor progress with guidelines rather than strict rules and controls, or don’t micromanage and destroy a necessary sense of autonomy.

Plan social time were workers can connect with each other and sometimes the leadership too.

Greet humans that you see first thing in the morning to avoid being rude.

Offer help or sympathy in times of illness or death of relatives.

Compliments show appreciation but it can also be done with affirmations, one on one quality time, giving help when needed, giving privileges and rewards, and rare pats on the back or appropriate physical gestures such as smiles and thumbs up.

Introduce humans with affirming statements which means adding something good about them other than just using name alone in the introduction.

Keep in touch with your workers by occasional surprise visits to them and find out how they are doing and if they have anything to complain about. Leaders isolated or stuck in an ivory tower leading an organization means inevitable communications breakdown which is bad for the company or organization in the long duration.

As a team leader don’t just focus on your star workers or performers but give others a chance to prove or show themselves to be competent workers too.

Tone of voice, especially the angry or unsatisfied kind and connecting first before delivering content is important or you risk placing workers in a defensive unreceptive mood.

When someone does something for you then a minimum thank you should always follow.

My colleague is always preferable to calling someone your employee or one of my people.

Seeking and sharing the ideas and opinions of others is vital in honest organization knowledge interactions and instead of confidential secrecy the source of the opinions and ideas should be acknowledged and not plagiarized or stolen:

Actively listen and sometimes rephrase the content in your own words to verify that you are not misunderstanding the communication.

Don’t interrupt a speaking human unless the speaking is becoming incoherent or is wandering off the topic being discussed.

Being brief, sweet, and to the point is preferable but there are some humans who need an expanded response with a real life example, an anecdote, or short story for clear understanding.

Sharing past experiences, especially relevant mistakes makes for more connected trusting relationships because humans empathize with others who share their imperfections with you and don’t assume or try to demonstrate an air of unrealistic infallible perfection.

A request for critical actions should be in writing as often as possible with a checklist of things to be done in the proper order if possible. Clarity is essential with critical things and nothing clarifies better than the written word which speaking alone can’t accomplish without misunderstandings developing largely because of bad listening or forgetfulness.

Before offering impulsive improvements on someone’s idea take some time to reflect or think about it, especially if you are not that certain that your improvement is really a better way of doing things with a proven historical track record.

Strong relationships often mean more frequent communications so be sure to stay in touch regularly with important humans in the organization.

Keep humans who should care informed about new developments that you become aware of so that important personnel are not kept in the dark too long.

Don’t ruin trusting honest relationships by attacking anyone who disagrees with you. Rather calmly ask for reasons why they disagree and whether they have a better alternative which will work. After hearing them out you can still disagree with their proposition(s) and thank them for their important input.

In a group or one on one, after sharing your vision or ideas and opinions and why you think they will work, ask for other ideas and/or opinions from others and encourage contributions or feedback from volunteering members. Team effort means that each member should have the courage to speak up and be acknowledged for their input if they chose to do so, especially if it is different and hopefully better than what the team leader or any member plans to do. Some team members will respond better one on one with their ideas and opinions so provide that luxury as necessary.

Open ended question and answer periods can be encouraged and some time can be set aside after the mass meetings for a question and answer period or it can be done in private through emails or social media.

Post event feedback can also be done to find out or analyze what went well, what went wrong, and how a future event can be improved upon.

Task and relationship excellence are two distinct areas of expertise. Managers and team leaders need to have good emotional intelligence or relationship excellence and most employees or organizational members must focus primarily on task excellence and relationships may not play a dominant role in their working lives with the organization. For managers and team leaders the following are important communication skills:

Social skills are good for networking and developing casual acquaintances with occasional potential of becoming future strong relationships. Relationships are more important in an organization because it means a closer connection with key members of the organization who should be loyal members interested in promoting the success of organizational goals and should as much as possible be members whom you can rely upon in times of need and personal indecisiveness. More intimate joys and pain can be shared with good relationships and the deeper connections make for the achievement of sustainable superior performance.

Commitment, courage, and perseverance are necessary in developing and maintaining deep relationships because frankly not everyone is as interested in relationship excellence as you might personally be. Some humans just naturally have a tendency to spurn your efforts at connecting at a deeper level and rejection is not something which most humans can live through without feeling frustrated, disappointed, and wanting to abandon further contact.

According to one study connection seems to start to break down if membership exceeds about 150 humans so keep this in mind when designing organizational structures which you hope will operate at optimum connective efficiency. Just as in personal relationships fewer friends means more intimacy and many friends usually translates into many acquaintances and not many true friends. Prioritize the time you spend with key members of the organization depending on their relative importance to the organization and their relative importance to you personally also.

A group directory guide can be helpful which lists the responsibilities, strengths, expertise, and interests outside the group. This way you can quickly review a group member which you may be contacting in the immediate future and not have to start from scratch getting acquainted with them and wasting valuable mutual time.

Chronic stress is a relationship disconnector so learn to manage yours better if you feel you have it.

Not everyone in an organization needs to be a servant leader or one who coordinates task excellence, facilitates connections between members, and is a model and mentor for others in character strengths and virtues. In general the more such leadership members an organization has the more prosperous or better off it should be.

Hire for competence and character and conduct interviews with serious candidates with more than one interviewer present and hopefully someone who will have direct authority over them or perhaps even a key fellow employee with whom they will be working. What work did you like the best, what kind of work did you excel in, what kind of work didn’t you like, what kind of work were you most proud of, and what are your long duration goals are just some of the character probing questions which should be asked along with competence determining questions.

Provide the tools and training necessary for success on the job and if this sounds like an apprenticeship program then that is a close analogy. Of course hiring someone with all the tools and training necessary is the best policy and is a reason why experience is so important but even the best candidates will still need some on the job tools and training after joining a new organization or business.

Just compensation should be provided and details discussed prior to hiring and repeated without major changes after the hiring is complete and at any time after the hiring.

Knowing your team’s strengths and vulnerabilities is important and standardized personality and/or competence tests can be given or independent private companies can be hired which make the important evaluations for you.

What is of major importance is listing desirable personality characteristics and prioritizing them in order of importance for the specific members of a business or organization which you are leading. If an organization can’t prioritize personality characteristics then much time will be wasted on trying to inspire or change characteristics which minimally impact organizational cohesion.  

For example, empathy, good listening and polite interruption skills are very important for charitable or welfare worker characteristics but not that important for skilled technological experts working in relative seclusion from other employees. A shitty social personality may actually not be a major drawback for a technical expert to whom relationship excellence is not that important a factor in determining job performance excellence.

Finally the special layout or floor design of an organization can have considerable effect on promoting cohesion within an organization. Randomly isolating all members in prison like cubicles is not promoting cohesive social or relationship interaction.

If you liked this evergreen truth blog then read more of them, about 2100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

THE TRUTH ABOUT HOLACRACY*

unitebusiness_logo

Holacracy: n. system of organizational governance where authority and/or a decision(s) is distributed in selforganizing teams and/or groups rather than a standardized leadership hierarchy but the system is still hierarchical in nature

Excluding micromanaging bosses from an organization seems foolhardy unless rules are established for how to deal with indecisiveness or circumstances where there are two or more alternatives and no one in the group seems to know which the better alternative is. A boss would usually take responsibility for making such a decisive decision but who in a group is the responsible one when decisions are deadlocked?

One possible solution is to elect by popular consensus a deadlock breaker who may have seniority or more experience with similar projects from the group or team itself. Responsibility may be rotated depending on the success or failure of the previous deadlock breaker and a new temporary ultimate decision maker can be once again elected voluntarily by a majority consensus of the team or group.

Within the team or group flexibility is possible and the one with the most successful experience on the assigned task, seniority, or persuasive speech may be the one chosen to break deadlocks where a majority consensus is not always possible.

Zappos is trying a complex holacracy system and I hope that they achieve their goal of better managing the business with such a leadership approach but I doubt it will work because it is too complex and anarchic.

It is organized into a primary authority Anchor circle or group connected to many super circles or groups which in turn are connected to sub circles or groups. The structure seems logical enough because it is based on the set and subset logical structure. The partner or the lead link are in fact team or group leaders with a subset of core circle members with more power than non core circle members. There are further representatives such as the facilitator mainly in charge of elections, a rep link, secretary, and a process auditor.

All of this is terribly confusing and there is no firm standard for hiring or firing personnel. Another major flaw in the system is that there is no clear proposal for satisfying customer needs and wants upon which the whole organization depends financially.

A further flaw is what if two or more super circles need the assistance of the same sub circle or group? Does each super circle form its own sub circle group or do they wind up sharing the services of the sub circle group? And who is in charge of determining who gets priority help from the sub circle group or groups?

To simplify the Zappos structure you essentially need team leaders for each circle or group who determines who does what work and when and keeps communications open between circles or other groups with team leaders. The team leader may also make decisions about the budget of a given project with the assistance of an auditor specialist in charge of how much anything will cost. The team leader would also be in charge of hiring, promoting, and firing personnel based on performance on the task or tasks.

The only difference may be that the team leader may be replaced if he doesn’t do a good job by a consensus election of team members which determines who the next team leader will be either from inside the team or external to the team. Another handicap in consensus leadership is that the meetings are very time consuming and frankly boring to attend where seldom anything of great importance happens.

If you liked this evergreen truth blog then read more of them, about 1600 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

AN UPDATED CRITICAL THINKING WORKSHEET TO SOLVE  EXISTING PROBLEM(S) 13 WAYS!!!!!!

Problem-Solving

Most of the credit for this blog goes to the American Management Association or AMA for my updated excerpt from The AMA Critical Thinking Toolkit.

 

Research the problem via other companies who have had or are having or have solved the problem already.

What can I learn from comparing other similar industries which are having the same problem and try to determine the potential causes of their problems as they see it from their perspective.

Make a list of plausible causal assumptions which you have made trying to solve this problem(s).

Evaluate data and/or experiential evidence which supports/debunks your plausible causal assumptions.

Make a list of desired results and/or solutions.

Brainstorm the possible solutions personally and with others with a personal vital participation in the problem solving results and/or solutions.

Research the resources and costs needed to implement the potential solutions, and make a cost analysis after each step which needs resources purchased as well as a list of pros/cons for each potential solution.

Get feedback from diverse human groups including customer service, line managers, a focal group, as well as your team. Based on their feedback on your pros and cons re-evaluate and update your pro and con list.

What is the best solution(s) based on the data and experiential evidence that you have gathered. Make an outline or procedural and/or serial course of action to get to the desired results and/or solutions.

The financials should be evaluated along the way during the problem solving procedure and not just at the end to see if the solution makes business sense because during the problem solving analysis you may instantly determine that the course to the potential solution is not financially sound and that you have quickly exceeded your budget sometimes about half way through the problem solving procedure. You will save much time, energy, and money doing financial calculations along the way or during each step which requires expensive new resources.

Create a quality test product which optimally fills the needs of the customer but also take into consideration subjective wants which maybe a majority of potential customer’s desires but something which they don’t really need.

Test the functionality of a product on potential customers and get feedback on whether it is solving the stated problems.

Update the information and/or goods and/or services or revise and/or redesign based on potential customer feedback.

 

If you liked this evergreen truth blog then read more of them, about 1500 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

30 TIME MANAGEMENT TIPS!!!

time-management-tips-for-students

Make a time schedule or logbook of your daily activities for two weeks with minute details such as going to the rest room and texting or talking on the cell phone.

Grouping or characterizing the activities is the hard part. For a job schedule you may have categories such as supervisory duties, meetings, appointments, communications via cell phone or computer, routine tasks, infrequent or unexpected tasks, break time, customer time, cleanup time, planning time, waiting time, and even doing nothing time or killing time.

Becoming a more efficient worker is hard because you have to analyze each category and ask yourself. Should I spend less or more time on the category? How important is the category? Can the category be changed, improved, eliminated, or given to someone else? Can I take on more tasks or categories?

A parenting, managerial, technical, sales, and routine job are very different jobs and managing your time in each job category varies widely.

If you are stuck in a routine boring repetitive job then there is very frequently nothing much that you can do to improve it.

If you have a technical job then your primary means of improvement may be developing more technical skill either through learning or on the job training.

If your job is mostly managerial then you should concentrate on trying to improve on your emotional intelligence or communications skills.

If you are a parent trying to become a better one then sharing your experiences with other parents with children and getting feedback or reading parenting books may be a logical way to improve.

If you are in sales then there is a big difference in selling software or selling cars. For car sales

as speedy delivery, color, size, extras, and brand popularity are frequently more important than the actual functionality or details of the product. Salesmen have to come across as someone whom the customer can trust and establishing quick rapport or trust is a skill few humans have in abundance. Good sales humans have excellent human skills and can deal with all kinds of personality types rich or poor.

Planning ahead is very important in time management and looking over a schedule the night before or reviewing a schedule of things to do before the job starts is a very useful tool.

If you are forgetful then by all means write down your tasks or assignments and the deadline or when they are due and your approximation of about how long it will take.

Make a To Do List with things which have to be completed and update it daily and make it electronically available to your boss and coworkers so they know your workload and will hopefully not overload it.

Stay organized by clearing your work desk and computer of clutter or useless info. Organize everything so it is readily accessible when you need it.

 

Try to schedule important meetings or events early in the morning which is usually the time when you are working most efficiently or when you are at your best.

Try to fence humans out during your most productive hours. Do not disturb signs are the old way of doing this but you can block out times on your electronic schedule or be short and dismissive if you are interrupted.

Based on your time on the job you can come up with an approximation of the time it takes for you to handle unexpected delays or small rush tasks or communications. Set aside that extra hour or two for delays and you may not have to work overtime each time unexpected obligations arise during the day.

Cut back on your verbosity with family, coworkers, and even boss and stay on topic or subject and try not to diverge. Try to be as brief as possible and to the point in businesslike fashion.

Write down important information about a phone conversation if you are the forgetful kind and usually briefly talking over the phone is quicker than a memo to that human.

Meetings can be a big time waster if humans are not given the agenda ahead of time or if there is no agenda, if the meeting is not held in the morning but at the end of the day when most do not function efficiently, and if there is not a time limit placed on each agenda topic to encourage speedy resolution.

Protect your time from being hogged by others and simply standing up during an encounter can discourage idle conversation about irrelevant topics. Not having your desk chair face the door, having only one guest chair which needs pulling out, keeping your door shut or partially open can reduce interference times, and simply saying no I’m busy are all ways to discourage chit chat.

Learn to delegate authority if you are the manager.

You can greatly reduce procrastination or even eliminate it if you have a To Do List and actually follow it.

Don’t turn down jobs which seem to be outside your realm of expertise. It may be a test to see if you can do more and you may even get a promotion and pay raise out of it if you succeed and do it well.

If you feel insecure about an assignment because of lack of knowledge or experience then try to get that knowledge from coworkers or other sources before you attempt it.

Use free time during travel time to gain new knowledge, communicate with humans, prepare for the future, or just use the time to rewind or relax.

Take 5 or 10 minute breaks during the day to wind down or do some relaxing to avoid burnout.

At home save time by combining trips out of the house to more than one destination, organize your home, train your family to get accustomed to a normal routine which is relatively predictable, control your offspring access to the internet and TV, and try to live close to work.

Reward yourself with a tasty organic snack, herbal tea, organic fruit and/or vegetable juice, or a break after completing a task successfully. If it is not convenient then your favorite treat is acceptable.

If you liked this evergreen truth blog then read more of them, about 1400 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

THE TRUTH ABOUT ROLE MODELS+

rolemodels

Rolemodel: n. an imitated lifeform(s)

It may not be an obvious fact but over 90% of what we learn is from rolemodels or humans whom we imitate or would like to be like.

Offspring imitate parents and other offspring and students try to imitate humans whom they admire and respect who may be teachers, coaches, and celebrities.

If you are not very successful in life then chances are great that you were not exposed to good rolemodels in your formative years and are greatly handicapped in your attempts at success.

A healthy happy motivating family life is critical to good social development and if you come from a dysfunctional family then you may not be able to successfully interact with the opposite sex or may have trouble forming trusting good relationships with others.

Unfortunately celebrities are frequently poor role models for young offspring and many are the source for unrealistic expectations from life. Very few of us will become popular musicians, athletes, actors, business moguls, and media communicators and these are precisely the kind of humans whom the young idolize and wish to be like.

Poverty is very hard to escape largely because of the dearth of good role models. Dysfunctional families, addicted dysfunctional adult lifestyles, bad teachers, badly educated offspring with dysfunctional personalities, immorality and drug pushing gangs, and financial irresponsibility of adults all create an atmosphere of misery and desperation which few escape from.

There is basically a poverty of good rolemodels and this is what largely perpetuates poverty from generation to generation.

 

If you liked this evergreen truth blog then read more of them, about 1400 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

THE TRUTH ABOUT ORGANIZATIONS+

organizations

Organization: n. trying to achieve a common goal(s) with a group(s) of humans

If you want to have a larger impact on society then join an organization of like minded individuals. There are professional, business, charitable, religious, educational, and political organizations which are trying to spread their viewpoints and are impacting society in the process.

The media is also impacting society by promoting certain points of view and  writers are involved in the process. There is a concentration of power in the hands of fewer and fewer media experts as newspapers, magazines, and radio is rapidly declining in popularity and a diversity of opinion on topics is what suffers in the process.

Yes, the diversity of opinion still exists on the internet but mass media is increasingly becoming homogenized and pushing basically the same propaganda to the gullible public and seldom coming up with real solutions to our political, economic, and educational problems.

The biggest problem is one of size or bigness of media, banks, business, unions, and government which functions very inefficiently with too many special interest laws which create great injustice in society and suppress the equal opportunity to thrive in society. Concentration of wealth in fewer and fewer hands or powerful organizations is what prevents just solutions to problems for those starting out fresh in life. Most of the good things in life have been claimed by special interests and they are determined to see to it that their privileged or monopoly status does not change.

Bigness corrupts morality and investigative reporting by the press which potentially can bring about accountability and reform is almost non existent in the mass media. Whistleblowers are ruthlessly suppressed and not protected and this creates considerable fear in those wishing to expose immorality to the general public.

Politicians have always been deceptive saying one thing and doing the exact opposite or in effect lying to the public. More and more political immorality is being tolerated and squeaky clean reputations are no longer demanded from them. Political campaigns are frequently examples of gutter politics designed to bring out hateful feelings about opponents and ad campaigns present outright lies to be consumed by the emotionally biased public.

The real problem is the moral decay of secular society which is being reflected in the moral decay of the leadership. It seems that fewer and fewer are outraged by lies and have come to accept them as a fact of modern day living.

The secular moral education and useful technological education necessary for the 21st century is not being taught to the vast majority of citizens and the result is that the future of the nation is in jeopardy. A nation comprised of mostly brainwashed, submissive, socially handicapped, poor humans is what I foresee as a plausible future.

 

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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A SIMPLISTIC OPEN DOOR POLICY OF LEADERSHIP!!!

Open-Door-Policy

Bill Treasurer gives a rather simplistic view of leadership calling it an “open door” policy and cites Johnny Carson as opening the doors for many other comedians. The obvious flaw in this reasoning is that Carson never intended for any of the comedians to take over his job eventually and unfortunately that is the situation which in reality often exists if you mentor a new employee who then becomes better than you and threatens your job.

It is an idealized form of leadership which few are talented or competent enough to put into place in the workplace but there are important lessons which can be learned about leader and led relationships. The attempt here is to transform a fearful, remote, somewhat tyrannical leader into a fearless, engaged, and nurturing one which is very hard to do if you don’t have these characteristics as part of your personality to begin with.

 

Here are 7 helpful important good fearless leadership tips.

Give humans a break or permit them to try and possibly fail at important tasks is important.

Have emotional intelligence and know how to motivate humans through confident optimistic rewarding communications.

Give some talented humans with potential a second chance at proving themselves if they fail on the first try.

Give opportunities to others too and not just to your personal favorites.

Be open to feedback and try to improve on your leadership skills as well as the skills of your employees and grow in excellence together.

Try to be a caring leader and find out about personal details especially about personal goals and present frame of mind or don’t be a remote leader with little or no knowledge about employee’s needs and desires.

Learn to delegate authority and develop or mentor future leaders who will use similar leadership skills to your own.

 

I use Bill Treasurer’s own words about the belief that leaders should be the creators of opportunity for others not stultifyers of opportunity.

“In contrast, the concept of leaders as the “creators of opportunity for others” is

straightforward, though it can prove difficult to implement. To become “open-door leaders,”

most executives must change their mind-sets, which takes hard work. Old-style leaders see

everything as a problem, threat or risk. This negativity infects the people they lead, who

become pessimistic and fearful. Employee morale plummets, and performance suffers.

Such “problem-focused leaders” make people worry about the future in the mistaken belief

that fear is the best way to motivate employees. These leaders are easy to identify, not least

because they commonly voice the thought, “What keeps me awake at night is…”

Problem-based leaders live in and communicate fear. They want everyone around them

to be just as scared as they are. Open-door leaders have a positive frame of mind. They

see problems as challenges and opportunities they can exploit for the common good. Their

upbeat attitude encourages their followers to be optimistic and hopeful.”

In a nutshell Bill is trying to replace leadership fear with an encouraging fearless symbiotic relationship with employees. If you are insecure about your job and fear losing it then unfortunately this positive approach may not work for you very well.

It takes balls, competence, and considerable talent in emotional intelligence to be a fearless confident leader with a teamwork frame of mind.

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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THE TRUTH ABOUT MICROMANAGING+

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Micromanagement: n. controlling a subset(s) to the smallest degree and/or level

Micromanaging is frequently undesirable because it consumes too much supervisory time and feels like the boss is overly commanding you to do things in your job which you probably feel that you can do without supervision.

Micromanaging may be useful in training a new employee with little prior knowledge of what the job consists of but once the routine is learned there should be no need for further micromanagement.

Computer software by nature is micromanagement or a program thought out in the most minute of details which the job consists of. Computer software does the micromanagement and permits its user to input relevant data or instructions which are vital to the task but the main processing of the data is done automatically by the computer.

We have micromanagers which are computers but it should be minimally done by human managers or supervisory personnel.

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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THE TRUTH ABOUT STATUS+

StatusLogo

Status: n. rank and relative position within that rank and the degree of influence on others

You can have the rank of actor but there is a big difference in a popular celebrity actor and one who is barely making a living at it and is forced to take on other menial jobs to survive financially. You can be a high status actor or a low status actor within your actor rank or classification.

When you have high status then you can surround yourself with high status friends and material possessions commonly found among successful humans. You can also have high status, not too many high status friends, and live a relatively humble or moderate existence with an average car and house and nothing outstanding. Most humans function somewhere in between those two extremes of flaunting your status or not flaunting it at all.

There are also status conscious humans who have low status but think that it is appropriate to surround themselves with the better things in life and frequently go into great debt trying to live up to those unrealistic high status standards.

The term status symbol is frequently associated with something very expensive or exclusive. Awards for achievement and membership in exclusive clubs are frequently highly valued by status conscious humans. If you stand out from the crowd in some special way then you have greater status than someone who does not stand out from the crowd.

In society reputation and integrity are very important and frequently those with an excellent reputation and integrity are the ones which also have the highest status even though much money sometimes is a leading indicator of status within societies.

Humans are frequently confronted with the dilemma of making much money deceptively in the short run or making a reasonable amount of money without severely exploiting others. Businesses are constantly confronted with the moral dilemma of putting the most emphasis on the bottom line or short term profit or satisfying a customer base in the long duration and making a modest short term profit.

Brand loyalty is much coveted by businesses and it is a status symbol in the business world which frequently stands for the good reputation of a highly desirable useful product or service.

Wanting power, pride, and wanting to be better than others are the motivating factors which promote the quest for status. Greater status is frequently conferred upon what could be considered the dominant humans in society who frequently serve in rather prestigious leadership positions within that society.

 

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

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7 THINGS NOT TO DO WHEN STARTING A NEW MANAGERIAL JOB!!!

 

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Being a new manager in a job is basically starting out developing a good reputation and getting things done properly along the way. Peter Guber does an excellent job of suggesting the 7 major things which can derail or even end a successful start at managing new personnel. 

Perhaps the biggest mistake which can be made is not investigating or doing enough research into the new organization and personnel before actually making important decisions about the organization and its personnel. You have to know how well the current system is operating before you can start taking steps to improve it the way that you would like to see it work.

Striving for a teamwork approach rather than tyrannical selfconfident or selfindulgent bossing is what makes for great and successful management in this day and age.

https://www.linkedin.com/pulse/my-first-90-days-beware-7-deadly-sins-starting-new-job-peter-guber

If you liked this evergreen truth blog then read more of them, about 1300 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

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INTERVIEW PRINCIPLES AND QUESTIONS FOR MANAGERS, TECHNICAL EXPERTS, AND GRADUATES WITH NO EXPERIENCE

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Experience in the field is the most important consideration when hiring. Managers definitely need human communication skills along with some technical expertise.

Technical experts need a proven record of achievement and may lack managerial skills but should be able to communicate well. Graduates usually have book learning only and are unproven managers and technical experts who need a different set of interview questions.

There is also a big difference in hiring the brightest and best or just an adequate worker or manager who will do the job well but may not have ambitions to climb the ladder of success any higher. There is basically the adequate worker for the job and a rather ambitious one who wants to become almost indispensable to the organization in a position of leadership.

An experienced good leader will have risen up the scale of leadership in an organization and have taken on greater and greater responsibility or a greater number of workers under him or her with the passage of time.

Another sign of a good leader is one who changed organizations and each time landed a managerial job with more responsibility or more workers under him or her. A proven track record of increased leadership responsibility is a good sign that he or she will also try to increase responsibility in your organization too.

During the interview you will usually get a sense of how good a conversationalist the potential leader is. You will find out if the answers are largely impulsive or whether they think a little before answering some of the questions. You will find out if they are verbose or short and sweet and to the point.

Excessive verbosity, evasive answers, impulsive answers without slight pause on occasion, and incomplete answers may be a sign of flawed communication skills. Leaders need a good memory for details and names and any follow up questions which reveal this ability are good questions.

 

An experienced technical expert will show his or her prowess in the field of expertise by the sheer number of projects completed successfully during tenure in the organization. The more projects that he or she has completed is a sign of technical expertise. Leadership ability is not as critical if you are looking for a candidate to do a specialty job extremely well.

A leader with many jobs at the same level of leadership responsibility may be a sign of incompetent leadership and a technical expert with many jobs with similar challenges may also be a sign of mediocre expertise and one not capable of taking on new challenges in his or her field of expertise.

For a graduate seeking a managerial position in a company his or her social interests in high school and college are usually a good indication of leadership potential. If he or she was the president or leader of more than one club or organization in school then chances are their social skills are probably good, especially if they come from a family of three offspring or more.

If the graduate is interested in many things outside of work or has many hobbies then chances are they will be interesting conversationalists and frequently have something in common with the workers working under them.

Grades are important indicators for mental ability but the number of close friends and good family life of parents with relatively many friends is also a good indicator of social ability. Privacy is still important but if you can gain access to Facebook communications then this will reveal the number and types of friends that the prospective employee has and the style in which the communication occurs.

Graduates with technical expertise are preferred if they come from a technical college or university with a good technical staff. Computer programming or computer science along with an engineering degree are highly desirable.

Leadership questions where human skills or emotional intelligence and strategic planning is primary:

What are your reasons for changing jobs?

What were your biggest challenges and how did you handle them?

What major areas do you need improvement in and what are you doing about it?

What is your biggest weakness and how do you compensate for it?

What were some of your most challenging employee problems and how did your handle or resolve them?

What motivation tools do you use?

How do you encourage feedback from your employees?

What were some of the reasons you fired employees and how did you try to resolve the problem first before firing?

When you hire someone what questions do you ask?

What were some of your best and worst employees and why?

Have you had to tolerate lying, petty theft, or tardiness and absenteeism in an employee?

How do you handle an employee who is not a good team player but seems competent in other ways?

What were some intuitions that you had about employees which turned out to be true?

What percentage of your workers did you know on a first name basis?

How do you relax during and after work?

What would you like to ask me about your job?

You can end the interview with the question-Why should I hire you?

Technical questions are important during a technical interview but you also need someone who updates knowledge based on new developments in the field of expertise and is an efficient worker.

What are your reasons for changing jobs?

What was the project which was the lengthiest and was the most challenging and why?

Have you largely worked on your own or mostly with a team?

How do you keep updated in your field of expertise?

About what percentage of your projects took longer than expected?

What percentage of your new learning is on the job and at home?

How frequently have you had to take work home or stayed late on the job to complete a project?

What are your greatest weaknesses and what are you doing about them?

What tasks do you enjoy the most and which ones the least?

Ask some random technical questions which are absolutely needed for the job being hired for.

You can end the interview with- Why should I hire you?

 

Questions for graduates without proven experience are very open ended and should focus on determining the drive and ambition of the potential employee for a leadership position and test a memory for names and details. For a technical position focus on questioning for the technical expertise of a technical specialist.

Where do you see yourself 5 or 10 years from now?

What were your favorite subjects in school?

What subjects or courses do you think will be more useful in this job?

What are the characteristics of a good leader or manager?

What other companies did you apply to?

What made you choose this company?

Why should I hire you?

 

If you liked this evergreen truth blog then read more of them, about 1200 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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32 SMART THINGS GREAT LEADERS SAY FREQUENTLY!!!

LION OF JUDAH

Leaders should be short, sincere, and to the point in their communications but each of these phrases can be embellished with added words when it seems the appropriate thing to do.

 

Leaders offer earned or justified praise to their workers which is a very good motivational tool. You can personalize praise and adjust it to a sports fan by using phrases such as home run and touchdown but it is not very appropriate for female employees:

Congratulations!

Thank you

Great job

Nice work

You earned it

You outdid yourself

I’ll remember this forever

I’m proud of you

I couldn’t do it better

It’s new but I like it

You’re the best at that

 

Leaders admit when they’re wrong or made a mistake. When both are responsible for the failure they share the blame:

I’m sorry

I’m wrong; your right

I apologize

My fault, sorry

Let’s learn from this

We’ll do it right next time

 

Leaders affirm that they are a source of help if needed:

You can count on me

I’ll try my best

I’m here to help

I’ll help if needed

It’s my pleasure

I’ll support you

Let’s check your data

 

Leaders remind a worker of his or her importance:

I’m listening

I believe in you

Back me up

I need you

You come highly recommended

Make a suggestion

 

Leaders delay a conversation for latter when pressed for time or when no immediate answer is possible:

Let’s table that topic for now!

We’ll get back to this later!

Let’s discuss this further at a later time!

 

 

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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common_sense (1)

31 PHRASES TO MOTIVATE AND ENGAGE YOUR EMPLOYEES!!!

motivating-your-employees

PRAISING OR REWARDING AN EMPLOYEE:

You scored!

You hit a home run!

You landed it!

Great work!

Nice work!

You’re great at that!

You’re the best at that!

I approve of it!

I support you!

I think that’s great!

I couldn’t do it better!

You did it perfectly!

I’m giving you a raise for that!

You did your homework well!

That is an exciting new approach!

It’s new but I like it!

OFFERING TO HELP OR SUPPORT AN EMPLOYEE:

I can answer that right now!

Let’s find a solution which works for you!

Let’s look at your information!

Let’s check your data!

I’ll be honest with you!

The company supports you!

I approve of that!

Let’s start again!

What’s holding you back?

Make a suggestion!

Why the delay?

Tell me your reasons!

DELAYING A CONVERSATION FOR LATER:

Let’s table that topic for now!

We’ll get back to this later!

Let’s discuss this further at a later time!

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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 7 MAJOR CHARACTERISTICS OF GREAT LEADERS AND WHAT THEY MEAN!!!

up up away

Charismatic (the ideal leader is charismatic and that means that they have as many of the 7 following characteristics in abundance as possible)

COMPETENT (the ideal leader is competent or has a history of success in leadership positions, is experienced, skillful, and knowledgeable enough to know with feedback what to do and radiates confidence and determination and has an exceptional memory for names and events.)

INTEGRITY (the ideal leader is honest and moral which creates a trusting bond, respect, and sometimes admiration and loyalty from the led.)

STRATEGIC (the ideal leader has vision and can keep a focus on long duration goals and communicate this to others and has the courage, ambition, boldness, commitment, and stamina to keep pursuing the long duration goals.)

EMOTIONAL INTELLIGENCE (the ideal leader can interact and communicate well, has an intuitive sense, is aware of or has empathy and frequently senses how another feels and what they basically have to do, has composure and rarely loses emotional control, is optimistic, encouraging, and inspirational or is a good motivator.)

ACCOUNTABILITY (the ideal leader is responsible and expects responsible behavior from employees who are expected to follow contractual, legal, and moral behavioral rules. The leader knows how to delegate some authority, especially  to those with leadership potential, and how to keep humans accountable for their work with appropriate rewards and punishments which frequently are verbal praise, helpful criticism, promises, an occasional threat, and not necessarily always physical consequences in the short duration but physical consequences are important in the long duration.)

CONTROLLING (the ideal leader is decisive and judgmental or is not afraid to take control and make decisions when they have to be made, is flexible or resilient and can adjust goals to unexpected circumstances, can be creative or is open to new tactics to achieve goals, is selfefficatious or confident that goals can be achieved, and has a sense of humor when shit happens.)

HUMILITY (Finally a great leader is not a braggart and has the humility to understand that success at reaching important goals is the result of team effort and not just personal effort. Understands that much of the success is due to the efforts of all the team members of an organization and gives earned praise to successful team effort. A great leader also has the humility to know that the customer of his information, service, and products needs to be satisfied with quality output  and good customer service or the business or organization will not survive in the long duration even with a monopoly.)

CONCLUSION:

A competent leader must have competent employees and if  the employee does not meet the necessary criteria for excellence then the leader must have the courage to replace, fire, and hire the employee at will.

Finally a wealthy pinnacle leader who has stopped promoting and effectively leading must pass the baton to younger and more capable competent leaders or in effect delegate most of the authority which they have accumulated over the years.

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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THE TRUTH ABOUT MANAGING***

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Manage: v. to control the action(s) of a human(s)  (with a command(s) and/or by showing what is to be done) and/or (by interacting and trying to solve a problem(s) and/or by trying to use emotional intelligence) and achieve a desired goal(s)

You can manage someone by commanding them and/or by showing them what is to be done. “Do your job” may be an authoritarian style of management where there is relatively minimal interaction between the manager and the managed.

The more interaction there is between the manager and managed the more it becomes a teamwork effort where both interchange ideas on how to do the job. In teamwork the manager frequently interacts with the managed and tries to solve a problem(s) together for optimal effect.

Management styles vary depending on how well defined the job is. If the job has clear rules and operates with little management then an authoritarian form of leadership can work relatively well.

If on the other hand the job is dynamic with many variations and no clear rules of operation then more interaction between the leader and led may be necessary to reach desired goals. Teamwork is frequently more effective in situations where the goals change from job to job or where different skills may be necessary with different personnel changes to achieve a goal(s).

Effective management means much emotional intelligence or the ability to make the managed feel good about their job and feel that they are a vital contributing factor in a job or project. Maintaining a sense of selfworth in the managed is important. Harsh or mean criticism, put downs, name calling, unnecessary threats, and ridicule should not be used in management managed interactions which can all create a dysfunctional,  inefficient working atmosphere.

Management is a leadership skill which can vary and be different depending on the nature of the job but emotional intelligence is necessary in leading any job and the humans in it.

If you liked this evergreen truth blog then read more of them, about 1100 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

THE TRUTH ABOUT CONTROL***

control

Control: v. to lead with (an action(s) and/or an authoritative word(s)) and/or to have power over a (personal action(s) and/or event(s))

You can personally be out of control or have a classroom or group of humans under your leadership who are out of control. Not being able to control your emotions is a problem for many. Leaders fear a loss of control over the led and can sometimes exhibit rather tyrannical approaches at getting control back when it seems things are getting out of control.

Control is vital to society and it tries to control you by making you form socially acceptable habits or behaviors which impulsively guide your everyday existence to a large degree.

Few realize that with constant education for 18 or more years most of us think that we control our behavior to a great degree but are not aware that role models, friends, the media, advertising, and sometimes even celebrities have had a large influence on the way that we behave and try to control our lives.

Some of us have been taken care of with most of our needs provided for as offspring and are sometimes shocked to realize that you need to work hard to survive and make money to control your life.

When parental control no longer is a fact of life we venture out on our own and either feel that we are in control of our lives or feel helpless that we can’t seem to gain control over our lives and spending habits. Those who can’t successfully take control of their lives frequently continue to depend on parental financial support and frequently wind up back home living with their parent’s help.

Control over self, offspring, family, job, workers, bad habits, and money is a never ending struggle and those who have learned to control much of their everyday environment as needed are at a powerful advantage to those who feel lost and out of control of their lives or environment.

Control over one’s emotions is one of the most important areas where control pays off and if you can help others control their emotions too then you are truly skilled and your relationships with others will probably be good.

What we must realize in life is that we can’t control everything and that other important humans control most of what goes on around us and in the world. Knowing what you can control which is largely yourself and knowing what you can’t control can save you much worrying and misery about things which you can’t change but may not like.

The most difficult to control is military events, organizations, and movements of many humans.

If you liked this evergreen truth blog then read more of them, about 1000 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

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4 THINGS A GOOD LEADER MUST LIKE!!!

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A leader must like responsibility.

A leader must like responsibility and know how to surround him or herself with responsible workers. A leader must like honesty, dependability, competence, efficiency, and trustworthiness which makes responsible behavior possible. The buck stops at the leader and he or she gets most of the credit for success or most of the blame for failure. Rewarding or punishing workers appropriately for success or failure is vital to responsible leadership. Sometimes the punishment can be as little as saying -“I know you can do better next time.”

A leader must like communication with humans.

A leader must have emotional intelligence and be able to effectively communicate with workers and motivate them on both the emotional and physical level. A leader knows how to listen carefully to what the workers have to say and gets feedback from them before a job, during the job, and after the job by asking appropriate questions which monitor work performance. You must know how to provide your workers with proper emotional support, material support, and personnel support to get each job done properly or successfully.

A leader must like to solve problems.

Having the right skills, knowledge, and experience with similar problems is vital to leadership and liking to apply these skills to new problems is a sign of competent leadership. Planning ahead and anticipating problems before they happen will frequently save much time and money and maybe avoid many relatively minor problems in the process. Being skilled at researching an issue which is new or unusual and may need a different approach is sometimes vital. Problems are solved with the right skills, knowledge, and experience and the solution is to acquire them or to find humans who already have them in abundance and let them do some of the problem solving for you.

A leader must like learning from and correcting mistakes.

Some leaders make mistakes and don’t learn from them or don’t learn how to correct them by trying again and doing the same thing a little differently. I will not change because I have done this successfully for the past 20 years without failure is a narrow minded philosophy which few innovative leaders can afford in the fast changing technological 21st century. A good leader who makes a mistake will not try to hide from it but openly admit to making it, learn from the mistake, and try to change his or her behavior so that it doesn’t happen again. A good leader views a mistake as a challenge to do better the next time.

 Finally a confident leader is a good leader but one with a confident workforce is a great leader!!! Developing a competent and confident staff is an outstanding accomplishment.

 

If you liked this evergreen truth blog then read more of them, about 1000 so far, or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

THE TRUTH ABOUT PRESTIGE

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Prestige: n. large respect and admiration achieved for a subset(s) such as a human(s) and/or product(s) resulting from (quality and/or success) and/or (influence and/or wealth) and/or (good deeds and/or talent)

You can have a prestigious product or human who is respected and admired greatly. The product may also be a status symbol and represent the highest possible quality available. Prestigious leaders are presidents, tyrants, heads of big business, military heads, religious heads, and celebrities of all kinds.

Prestigious humans frequently earn their prestige through personal effort but there are others who inherit great wealth and try to demonstrate their prestige with the prestigious products with which they surround themselves with and really haven’t earned the prestige which they have.

Most prestigious humans have considerable talent and very good memories and prestigious products are relatively rare and frequently very expensive.

If you liked this evergreen truth blog then read more of them, about 1000 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

TYPES OF EMPLOYEES YOU SHOULD CONSIDER FIRING

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Not many employees fall into strict, stereotypic, extreme bad personality types which are readily identifiable but if your employees have two or more of the nine listed undesirable characteristics in abundance then you should seriously consider firing them.

http://www.inc.com/ss/kevin-daum/9-employees-you-should-fire-today#0

If you liked this evergreen truth blog then read more of them, about 900 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

10 BAD CHARACTERISTICS OF AN IMPERFECT BOSS

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A boss who is a control freak and wants to dominate all activities and be obeyed without questioning needs to learn that blind obedience is not the most efficient way to run a business.

A stubborn boss who thinks that he never makes mistakes or is not willing to evaluate opposing opinions and judge them on their merit is an egomaniac who is bad for business.

Indecisiveness or an absence of needed confidence is also bad which frequently shows that a boss is too inexperienced or a bad leader who seems not to know what to do or how to lead.

A boss interested in the status quo or one resistant to change of any kind will not adapt when necessary or when it becomes obvious that change is necessary for the business to continue thriving under new circumstances.

Micromanaging employee behavior stifles employee growth in learning new skills necessary for advancement and sense of selfmotivating personal accomplishment.

Threats of punishment or firing or using tyrannical fear to motivate employees to work well will not only cause heavy turnover of employees but less efficient work habits and your employees will hate you.

Showing favoritism to certain employees who are not efficient and productive workers will demoralize the good workers, ruin good team effort, and make them less productive and less respectful of the boss.

An arrogant bragging boss is not a pretty sight and the feelings of superiority are seldom shared by employees.

An angry emotional boss not only ruins a secure productive work environment but emotional subjectivity frequently ignores objective facts which need to be considered and adapted to to make work more productive.

A blaming boss who never admits that mistakes are sometimes his or her fault too and takes all credit for success is a selfish fool with a faulty me against you attitude.

Conclusion:

Not every imperfect boss has all the above bad characteristics or they would not survive as a boss in any business but each additional bad characteristic which you have makes you a progressively worse boss.

If you liked this evergreen truth blog then read more of them, about 900 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

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WHAT DOES IT MEAN TO BE SUCCESSFUL?

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Some are leaders, most are followers, and the remainder are leaders and followers within organizations. Who you become will determine whether you will consider yourself a success in life. Few realize that being a follower can also be a successful life even though you don’t have many friends and don’t become rich along the way.

If you want to become a top leader then you will have to have good social skills or what is called emotional IQ where you can evaluate the worth of an individual as a worker or useful participant in your organization rather successfully. Some signs of leadership potential is having a good memory for names, getting good grades in school, being the head of one or more clubs in school, and having excellent skills and knowledge about the organization which you will be leading and the functions it performs.

If you enjoy being with humans and interact with them successfully then you are leadership potential.  It greatly helps if you have an education from a prestigious university and if your family is rich and socially well connected but you can also try to work your way up an organization starting at the relative bottom and working your way up to a high leadership position based on a good fundamentals skill set.

Most with leadership potential wind up working in middle management and never work their way up to the top leadership position unless they start a business of their own and are the leaders right from the start.

Most of us are successful if we have a job or career which pays well and can afford a family which will be our primary legacy when we reach old age.

Success for most of us is living day to day, paying our bills, and being relatively happy at what we are doing. If you live a healthy life, have some excitement along the way, and die at a relatively old age then you can consider your life to have been a success.

If you have contributed to conservation organizations and tried to live sustainably trying to conserve biodiversity then you have truly been a morally outstanding citizen of the world and nature will thank you for it.

If you are an honest, sincere, dependable, trustworthy, and competent human who cares about biodiversity then you are living a successful life and should be proud of yourself.

If you liked this evergreen truth blog then read more of them, about 800 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

THE TRUTH ABOUT COMPETENCE

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Competence: n. having the skills and/or knowledge and/or experience and/or attitude to do something within a known normative standard

Nothing is more frustrating and disappointing than incompetent service, incompetent professionals, incompetent car mechanics, and worse of all, an incompetent boss. Competence takes years of learning knowledge, learning necessary skills, having adequate on the job experience, and having the right attitude.

 

Frequently you get the most competent service from someone who has a good dependable reputation and is trustworthy and has given good service to other humans who respect and maybe even admire them. Word of mouth is sometimes useful in helping you to decide on the competence of a human but ultimately your appraisal of the service rendered to you is the most important.

 

Many competent humans have good social skills also and know how to interact with humans emotionally. They know their customers or workers and make an effort to please them in a genuine friendly way. They have the right attitude towards all types of humans both good and bad and can frequently differentiate between the two and act accordingly.

 

Introverts may not seem as social and emotional as extroverts but they are frequently very effective on the job and many are competent communicators about their job. They may be a little reserved in their interaction with random humans who don’t seem to have much relevance in their lives.

 

There is no such thing as a competent company but it can be a company with a good trustworthy reputation which has competent workers to service their customers.

 

Depending on the job a boss can be more authoritarian or more of a team player and the competence needs in each category are a unique set of skills and knowledge which are frequently not interchangeable.

 

Competent parents and competent relationships are decreasing due to a decrease in morality taught to impressionable young minds, due to a great hardship in landing and maintaining a good job, due to profligate spending and large credit card debt, due to bad celebrity role models, and due to the general promiscuous nature of western society. Secure families are imploding and more and more humans are having dysfunctional relationships with each other and with the opposite sex.

Competence in personal relationships and competence in a job can result in a relatively happy life with most of the basic human needs being satisfied.

 

If you liked this evergreen truth blog then read more of them, approximately 700 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT CHARISMA

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Charisma: n. a rare personal quality of some leaders who arouse popular intense devotion and enthusiasm and is considered to be a form of very intense human attraction

Today most charismatic leaders who arouse popular intense devotion and enthusiasm have excellent memories, try to be honest, sincere, dependable, are good conversationalists,  are good public speakers, and are trustworthy and frequently show their competence by growing the organization which they are in charge of.

Steve Jobs and Richard Branson are modern day examples of successful charismatic leaders. Historically charismatic leaders were military leaders and rulers who had military success and increased the standard of living for many of their devoted followers.

Historically there were also diabolical charismatic leaders such as Hitler who had a gift for military conquest, public oratory, propaganda, and a glorification of the humans which he led. Ruthless, cruel, and even evil can be words used to describe some historically diabolical charismatic leaders.

Charisma to a large extent depends on whether you are successful in motivating others to share in your vision which frequently has relevance in the lives of the followers and satisfies their needs and wants for status and/or possessions.

 

If you liked this evergreen truth blog then read more of them, approximately 700 so far, and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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THE TRUTH ABOUT LEADERSHIP

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Leadership: n. (recommending and/or directing) and/or (commanding and/or inspiring) and/or showing what is to be done

At one extreme a leader can be authoritarian or dictatorial and at the other extreme it can be one who always tries to get a consensus or majority vote. The truth is that some jobs or tasks require an authoritarian style and others more teamwork or cooperative effort. Many successful leaders combine both leadership techniques in different combinations to produce acceptable results or use different motivational techniques to reach goals.

A willing competent dedicated worker filled with personal self-motivation is the most desirable. There are many mistakes which a leader can make to disrupt these good vibes. Not giving credit for doing a good job, backstabbing, gossiping, making unreasonable demands or not giving enough time to do a job well, not providing workers with the information, tools, or materials needed to do the job, and ridiculing, being rude, and insulting are all things which can lead to dissatisfied workers and bad job performance.

Finally the most trusted, respected, and admired leaders are those who are competent, confident, passionate, demanding, good listeners, give feedback or communicate well, are honest, sincere, reliable and trustworthy and are very good motivators or have much emotional intelligence or human skills.

If you liked this evergreen truth blog then read more of them and one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

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IF YOU’RE THE BOSS DON’T SAY THESE 22 THINGS AND HERE ARE THE THINGS YOU SHOULD SAY INSTEAD!

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Geoffrey James of inc.com has some interesting things which he thinks a boss should never say to an employee and he recommends not saying anything at all instead of these impulsive phrases. Not saying anything at all is the best thing to do if you really don’t know the right answer or response but I have included my own responses to 14 which Geoffrey feels should not be said at all.

“We’ve always done it this way”

We might think that this is the easy thing to communicate which requires no new thinking on the part of the boss. A better response might be to say “convince me that your way is better than standard operating procedure”.

 

“Just figure it out”

A boss may not know the answer or may not have the time to help an employee with a problem. “I’ll get back to you later” or “I will do some research and get back to you later” or “I will think about the problem and get back to you later” are much better responses.

 

“I don’t have time for this”

It can sometimes be frustrating when employees put demands on the boss and are really asking for help. “I will get back to you later” or “I will try to help you when I have more time” are more appropriate responses which communicate to the employee that you care about their predicament and will try to help them with the problem sooner or later.

 

“You think that YOU’RE stressed?”

Trying to outdo your employee in the stress department is emotional blackmail. “I’m stressed too but it usually goes away when the deadline is met successfully” or “Next time I will get someone to help you on a similar task so your workload does not seem so impossible to do” are better responses.

 

“Is this the best you can do?”

This expression is a putdown which no employee wants to admit to. “I know that you can do better next time” or “Let’s redo this with better results” or giving your employee suggestions on how to do a task better are more appropriate responses.

 

“Just do as I say”

“Follow my instructions as best you can” or “I want you to do this in the following order” are much better ways of ordering your employees around so that they don’t think that you are treating them like children.

 

“Your predecessor did a better job”

A comparison with a previous employee will only make one feel bad and not necessarily motivate him or her into doing better. “I know you can do it better next time and here are some helpful suggestions” is a much better approach to criticism which is of a constructive kind and will motivate one to do better next time.

 

“That’s a stupid idea”

“Try to come up with a better idea” is a way not to discourage future input from an employee which may indeed be more helpful than the given wrong suggestion or idea which the employee is volunteering.

 

“You’re doing a lousy job”

“I know that you can do much better by doing xyz next time”

If there is still some hope that the employee will not get fired for very bad performance on the job then make some helpful suggestions so that the employee knows how to do it right the next time.

 

“What’s wrong with you?”

This is an insult which will cause a bad emotional response. “What made you do so badly this time?” will probably get a more honest useful answer.

 

“Why are you so lazy?”

“Why did it take you so long?” is a question about the job and not an assault on one’s personality which will just cause bad feelings if you call someone lazy.

 

“I knew you’d fail”

“I had a suspicion that you would fail but I wasn’t 100% sure” is a better response because if you knew one would fail then you shouldn’t have asked him or her to do the task in the first place.

 

“I told you so”

Gloating about a prediction of failure may make you feel good about yourself but not help the employees feeling of selfworth. A more appropriate response is to communicate “You can usually trust my suggestions because I am more experienced and rarely wrong”.

 

“Don’t ever talk to my boss”

“If you contact or communicate with my boss then keep me informed”

is a more appropriate response or request which will not make you seem paranoid since talking to higher ups will usually circulate throughout the office in the form of gossip. There is really nothing that you can realistically do if an employee wants to speak to your boss about something which he or she thinks you are not doing right.

 

“Track how you spend every hour”

“Schedule your time and try to accomplish your task within the time period and go on to the next task when done”  This is a better suggestion which puts a priority on the accomplishment of the task and not just how long it should take. If employees are merely asked to follow the clock they may be tempted to fill in the time left over with pretend work which does not benefit the organization.

 

“The customer is always right”

There are many times when the customer unjustly comes back with damaged used merchandise and asks for money back, is abusive, is unethical, is unreasonable, demands consultations which are not part of the deal, and makes bigoted remarks. The customer may be emotionally unreasonable and put demands on company services which are not included in the cost so the customer is definitely not always right.

 

“We expect corporate loyalty”

“We will pay you what you are worth” is a more honest communication in this age when many jobs are being outsourced and companies frequently cut down on staff or downsize. Loyalty works both ways and to demand loyalty from an employee and not be loyal to the employee is an injustice.

 

“This is a meritocracy”

“We try to hire and promote the best” is a more accurate response because even in highly technical fields women are still underrepresented and the personality of the employee still plays a dominant role in who gets promoted in the managerial ranks where technical proficiency is frequently of secondary importance when it comes to managerial skill.

 

“You’ll gain valuable experience”

“You’ll be paid what your worth and you will learn something useful too”

is a better communication than trying to pay someone less than they’re worth for the privilege of working for the company.

 

“It’s my way or the highway”

“Let’s try it your way and see if it succeeds” is a better communication because bosses should be telling employees WHAT to do and not HOW to do it in minute detail.

 

“Because I said so”

“I made this decision for the following reason or reasons” is a better communication because it is not an order for a child to follow but it should be a well thought out reason or reasons for doing something which answers why something has to be done that is job relevant and not just an order by the boss to be obeyed without question.

 

If you liked this evergreen truth blog then read more of them and one or more of my evergreen truth books, especially COMMON SENSE.

To read a list and access any of my approximately 400 evergreen truth blogs follow me at twitter.com/uldissprogis and I am sure that you will find more than a handful of evergreen truth blogs which will interest you.

Enjoy!!!!!!

6 PRINCIPLES USED TO LEAD A SUPER SUCCESSFUL ORGANIZATION

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Do what you love but follow the money

Research how humans with a similar passion are making money at it and imitate the organizational structure.

Imitate something and make it better

Whether it is the food industry or the technological field, imitate the idea and improve upon it. In the food industry concentrating on certified organic food which is better is gaining popularity in fast food as well as in food retailing. In computer software you can always make improvements to better serve customer needs.

Who you know is frequently more important than what you know

Making the right financial and talent connections by knowing the right humans is frequently more important than knowing the details of financial and technical information.

Learn to delegate authority

Instead of micromanaging delegate authority to a competent staff who will do most of the work for you.

Learn from your failures and then try again in a different way at some point in the future

Sometimes you fail because you did something the wrong way and sometimes you fail because you bit off more than you can chew and maybe only a small part of the effort is worth pursuing again.

When you get big enough buy out your serious competitors

When you are finally running a big profitable organization there will be imitators of your business and sometimes the best move is to buy them out to eliminate the future financial threat of competition against you.

If you liked this evergreen truth blog then read more of them.

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6 BAD BUSINESS AND RELATIONSHIP HABITS

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ANGER, BLAME, AND ATTACK

Anger is the first impulsive response for many humans when a rule is disobeyed, when a mistake is made, when a job is not done on time, when someone opposes your opinion, or when someone behaves badly. Anger is an emotional attack on a human sometimes followed by blame for being stupid, careless, not punctual or reliable, disobedient, and shamefully guilty.

Sometimes anger expressed by a loud voice at young unreasoning offspring is a valid signal that they did something very wrong or very bad. It can be an emotional threat not to do a very bad behavior again or punishment such as privilege removal or spanking will follow.

With adults anger is frequently the wrong attitude because it puts the offenders in a defensive mood and they will get upset or angry too and frequently feel that your anger is unjustified.

An open minded approach is best where you ask a few questions first and try to get at the real reason why a rule was broken or a mistake made. Whether the violation was intentional or unintentional is important and if it was unintentional then they shouldn’t get blamed but you should both try to work out a plan of action and a promise that it will not happen again if possible.

“Do you know what to do so it (the violation) doesn’t happen again?”  This puts responsibility squarely on the shoulders of the offender and if they honestly don’t know how to avoid doing it a second time then you can calmly discuss and offer advice on how to avoid a similar failure in the future.

A disobeyed rule, mistake, or bad behavior may happen more than once and it may be your job as an authority figure to dish out appropriate punishment if it is starting to become a bad habit. Revoking privileges, threatening with firing, and actually firing an employee may have to be done if the disobedience or bad job performance becomes intolerable or unbearable or threatens the smooth operation of the business.

Very frequently we feel that our opinions are valid or true and if someone opposes them we might feel angry and want to start an argument. With adults it is best to ask why they have an opinion or belief about something which is much different than yours. You may learn that there is more than one way at looking at things, doing something, or reaching a goal.

Frequently opinions about politics, religion, and sports will be much different than yours and you should learn to live and let live without arguing since those topics will seldom affect job performance or your life in any significant way.

STUBBORNNESS, INFLEXIBILITY, AND DEFENSIVENESS

A stubborn, inflexible, and defensive authority figure is a tyrant who thinks they are always right and insists that all their demands are to be met without questioning permitted.  The typical attitude is “I have done it this way for years and we will continue to do it my way into the foreseeable future.”

As with all rules there are sometimes exceptions to them in real life. An authority figure who doesn’t understand that there are rare exceptions to rules or that there is more than one way of achieving a desired goal and that one way is more efficient than another will fail at just leadership many times to the detriment of the organization.

Not keeping open communication with employees and encouraging input in the form of new ideas or new ways of doing something better means that the business will stagnate and not be open to improvement with new technology or better operating procedures.

Tyrannical leadership occasionally works managing low level workers with unchanging defined tasks but it is a terrible failure when trying to achieve teamwork in an organization where each employee can make new vital contributions at reaching team goals. Teamwork means flexibility and open two way communication between members and leadership.

CONCLUSION:

Anger, blame, and attack whenever possible should be replaced by discussion, assigning responsibility, and giving a human a second chance at doing something right.

Stubbornness, inflexibility, and defensiveness whenever possible should be replaced by some open mindedness, some flexibility, and cooperation, especially if teamwork is involved to achieve a goal or goals.

With young unreasoning offspring anger and stubborn discipline may be necessary to stop very bad behavior before someone gets hurt but in adult good relationships anger and stubbornness will only create unnecessary  barriers to good two way communications and mutual problem solving.

If you liked this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

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THE PROBLEM WITH WORLD LEADERS IS THAT THEY ARE EMOTIONALLY SMART BUT NOT LOGICALLY SMART!!!!!!

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Emotional Smarts or ES: n. the ability to manipulate another’s senses to reach a good and/or bad goal(s)

Politicians have emotional smarts but not logical smarts when it comes to solving problems and conveying an appropriate message to the public. They manipulate your emotions but don’t publicize any useful logical solutions to the political, social, economic, and educational problems of the nation and world.

What are considered to be good leaders in society and who rise up the ranks of leadership are those who are more skilled in manipulating emotions and not logical facts. The few exceptions to this general rule are the technological leaders who have an abundance of logical technical knowledge and also human emotional knowledge.

Political leaders are the ones who aren’t leading society in a logical, efficient, sustainable way but instead are manipulating the emotions of the public to maintain their political power and the power of the special interests. They understand that promises must be made to appease the desires and beliefs of the majority of the citizens which they rule over. Those human beliefs are historically founded beliefs of what is true and untrue and very resistant to change despite their dysfunctional mythological nature in the present technological age.

The common man and woman are encouraged by their leaders to either love or hate, support or oppose and the result is that the ideology of the opposing party is hated and opposed. One opposing party is bad and their personal party is good. This group hate of the other group leads to political deadlock and an inability to compromise or find common ground which could help members of both parties. Manipulation of the fears and hopes of the public is what exists in the media and when the election is over the heavily funded special interests groups continue along with business as usual in a terribly inefficient way wasting the time, energy, and money of the taxpayers or society.

 

If you liked this evergreen blog then read more of them and one or more of my evergreen truth books, especially COMMON SENSE.

To read a list and access any of my approximately 400 evergreen truth blogs follow me at twitter.com/uldissprogis and I am sure that you will find more than a handful of evergreen truth blogs which will interest you.

Enjoy!!!!!!

BAD SALES TACTICS

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Answering objections the customer hasn’t asked

Informing a customer of previous customer objections and giving your answers to them makes you seem defensive and creates value uncertainty in a customer who may then choose not to buy and you will lose the sale. Don’t convey a defensive attitude.

 Leaving the next step to the customer

Sales letter and sales emails should never put the ball in the customer’s court and ask them to respond only if they are interested or want to learn more. The probability that you will get a response is minimal. You should be the one following up with further sales pitches designed to get an impulsive reaction from the customer to your communication which is made so that it is too enticing to resist.

Selling features or accessories rather than the results or usefulness of the product or service

With the possible exception of personal cars, customers are not interested in accessories or features especially if they don’t add greatly to the main utility or results which they are looking for. Sell a product or service based on the way that it will positively affect their lives or business and find out if there are any ways that your product is superior to competing products or services and stress that point more.

Don’t fake intimacy

Don’t display excessive flattery or affection which is a form of kissing up to the customer since you should be gaining their trust gradually. Saying “how are you doing today” will repulse a customer because he will feel that it is none of your business how good he or she feels or how well they are doing that day. Stick to a businesslike conversation and avoid probing for personal details or engaging in flattery or affection when you don’t know the customer’s personality at all.

Writing a sales proposal too soon

Writing a lengthy time consuming sales proposal is a waste of time and is very presumptuous and cocky if you first have not received a verbal agreement to buy from the customer.

Talking more than listening

Being a pushy aggressive salesman who talks too much is a repulsive personality which most customers will try to avoid. More important is listening to the customers concerns, asking questions about these concerns, and offering solutions to them with your product or service. Respond appropriately to what the customer does and says rather than focusing in on your sales pitch and continuing it whenever you can get a word in on the conversation. Soft sell to a customer considering their needs or wants first before you try to impose your need or desire to make a sale.

Don’t waste time on dead end customers

First probing whether a customer is sales material is important. Spend the first five minutes of the conversation asking questions to find out if the customer has a real need for your product or service and can afford to pay for your product or service. There is nothing so time wasting and disappointing than to find out after 15 minutes of random talking that the customer really does not need or want your product or service and doesn’t have the money to pay for it.

If you liked this evergreen blog then read more of them or read one or more of my evergreen books, especially COMMON SENSE.

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Keep your promises

 

Gaining and then maintaining trust with a customer means not lying to them or offending them. Not meeting your promise punctually at the promised time is a form of lying which wastes your customer’s time, energy, and even money.

If you know that you can’t fulfill the commitment or promise that you make then don’t make it because one failure to deliver when promised means dropping the ball once and you will probably not be given a second chance and will be out of the game.

 

Treating one sale as the end of the process or relationship

 

Aim for long duration relationships rather than short duration income. Referrals or word of mouth advertising is much more efficient a way to further sell your product or service than winning new business all over again from scratch. Make arrangements and try to contact a customer after the sale also so the likelihood of them being a word of mouth salesman for you will increase in probability.

 

Don’t ask for referrals right away after the sale

 

Until a customer has used your product or service for a while they are really not in a knowledgeable position to recommend what you have to offer to a friend or an acquaintance. Give the customer time to use your product or service and then ask for referrals in writing or in person.

5 STEPS TO DELEGATING SMARTLY

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Delegation means having an employee do part of the job which you are usually responsible for doing on your own.

Delegation can create trust between you and a deserving employee and he or she may feel that you are giving them a chance to improve their skills and give them some hope that maybe in the future they may be able to do your job in the organization or to do your job in another organization if they chose to leave at some point in the future.

If you yourself also hope to get a position of greater authority in an organization then you will be able to recommend the delegated employee for your position in the organization and gain a satisfied loyal employee and this may be very useful if you need his or her help at some point in the future.

Here is a link to the article in inc.com by Peter Economy which describes nicely the 5 most important things which you should consider when delegating authority.

http://www.inc.com/peter-economy/5-steps-delegating-wisely.html

If you like this evergreen blog read more of them and read one or more of my evergreen books, especially COMMON SENSE.

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HOW TO MOTIVATE DIFFERENT TYPES OF EMPLOYEES

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There are the basic introverts and extroverts,

the leadership types and the followers,

the creative types and the task orientated ones,

the ones interested in advancement in the organization and

the ones happy to be doing a useful job and not that ambitious,

and then there is the dissatisfied one who just wants to do enough work to keep the job and not get fired and go on to the next job in another organization.

There are many different combinations which you can get with these 5 basic categories of humans but some of the combinations are less probable such as an introverted follower who is task oriented and interested in advancement in the organization.

For example, you can have an extrovert, leadership type, creative, and interested in advancement in the organization. You can have an extrovert who is a follower, task oriented, and not interested in advancement in the organization.  You can have an introvert who is a follower, task oriented, and not interested in advancement in the organization. You can also have a deceptive extrovert, leadership type, who is task oriented, and interested in advancement in another organization where he sees more opportunity for advancement.

The extrovert may require more interaction with the boss and with other employees and may want more public recognition or recognition for his or her accomplishments in front of other employees than the introvert.

The leadership type may want to be mentored to some extent and that means that the boss will have to permit him more interaction with employees and will have to delegate occasional responsibility over one or more employees once he is knowledgeable in what their jobs and responsibilities are.

Creative types will want to operate more independently and may want some time to improve their skills on the job. They may want the boss to ask them for their opinion more frequently than other employees.

Those wanting to climb the organizational hierarchy should be given time to interact with and maybe even learn some of the job skills of the employees which he or she may be leading in the future. Educational opportunities outside the job may be offered such as a business management degree necessary for further advancement.

Nothing motivates any employee more than a confident, competent, optimistic, trustworthy boss who knows how to concisely communicate general and specific job goals in a timely fashion, competently monitors work progress, helps or guides the employees when help is necessary to complete the goals, and gives appropriate praise and rewards to each employee for jobs well done when the goals are achieved successfully.

When goals are not achieved in time or successfully then appropriate procedures are instituted so failure does not occur again and even demotion or firing is threatened if the failure rate becomes unacceptable.

If you are this kind of a motivating boss then you will be respected and admired and will be running the organization efficiently.

 

If you liked this evergreen blog then read more of them.

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SOME USEFUL GENERAL ADVICE ON STARTING AND RUNNING A START UP BUSINESS

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Here is a link to useful general advice on starting and running a start up business.

http://www.inc.com/ss/17-startup-founders-on-how-become-insanely-successful#0

If you like this evergreen blog then read more of them.

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32 QUESTIONS WHICH INCREASE INTIMACY IN A RELATIONSHIP

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To get more intimate with a human or develop a stronger bond you can ask a human to share their opinions, desires or wants, and goals in life. Other than goals in life you can ask a human to share opinions on job, personality, and lifestyle. Most of these questions will solidify a business relationship but many may also be used to solidify personal relationships.

 

Questions about job or career:

What would you be doing if you were not at your current job?

What more would you want in your career?

What was your biggest failure in business?

If you were to start a company from scratch, what values would you base it on?

Did you ever want to be something other than your career choice in life?

What do you think you will be doing 5 or 10 years from now?

 

Questions about personal goals:

If you knew you would die in a year suddenly, how would you change living now if at all?

Who influenced you the most in life and what did they do?

What would you most regret not having done at the end of your life?

What kind of impact do you have on people?

What’s the most important lesson that you learned in life?

If you ruled the world, what would you change on day one?

Who are your three most important people in your life?

 

 

Questions about personality:

What is one word which would describe yourself as a child?

What movie or novel character do you most identify with?

What  quality or characteristic of yours would you like humans to least emulate?

What characteristic do you most admire in others?

If you could change one thing about how you were raised as a child, what would that be?

What would you change about yourself if you could?

What superpower would you like to have?

What opinion do your coworkers have of you?

What are you most afraid of and what’s it stopping you from doing?

What kind of humans do you most dislike?

 

Questions about lifestyle:

What are your favorite pastimes away from work?

How do you recharge?

What one thing would you like to be remembered for?

When are you the happiest?

What personally are you most proud of?

What one memory do you most treasure?

What would a perfect day look like for you?

How do you act when your stressed out?

What is your ideal lifestyle which you would live if you could?

 

If you liked this evergreen truth blog then read more of them or read one or more of my evergreen truth books, especially COMMON SENSE, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

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